• International Journal of Contents
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• v.15 no.1
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• pp.58-63
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• 2019

The objective of this study was to explore a specific method and strategy for 'Global Leadership Program Model' in order to enhance global leadership, which will emphasize the aspect of open mind and attitude toward diversity, cross-culture, communication, and global manner. This research explored the concept and characteristics of global leadership and competency based education, and analyzed effectiveness of satisfaction and participation on global leadership programs implemented in K University and analyzed the learners' recognition on the experience. Also, the research integrated the values of global leadership with the strategies of competency-based education, and finally developed 'Global Leadership Program Model'. As a result, 'Global Leadership Program Model' might be able to help students use knowledge and skill in various contexts, and serve in the community with responsibility. It is expected that students could be facilitated to perform task and role communicating with others, and they might know exactly what learning outcome they are required to establish and what standard is used to evaluate the performance, so that this environment might motivate them and encourage them to follow the learning process more effectively.

• The Journal of Asian Finance, Economics and Business
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• v.4 no.1
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• pp.67-78
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• 2017

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.

• Journal of Global Scholars of Marketing Science
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• v.16 no.3
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• pp.107-123
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• 2006

This study suggest a model to find out relationships among the servant leadership as a preceding factor, the trust in higher officers as mediating factors, and leader satisfaction, additional efforts as a resulting factor. Then, empirical study testify the relationship among these factors. This study confined the subjects of empirical analysis to the employees in super-deluxe hotels located in Seoul, Gyeongju, Busan, and Daegu areas. In order to clarify the utility of this study, This study took only hotel employees as the subject of measurement because only hotel organization is able to reveal sensitively the behavioral response between the leader and the members of organization. The preceding study has systematized a basic theory on the servant leadership, and provided factor structure in regard to the servant leadership, but this study has searched the factor structure of the servant leadership with the hotel employees as the subjects of study. Also, from the side of the personnel manager of hotel business, this study can be a criterion for clarifying a leadership program. Especially, in order to cultivate their servant leadership, it is necessary to testify morality and pride as sub-behavioral characteristics of new employees. Also to change the mid-managers' leadership for the effective achievement of the object of organization, this study can be utilized for the development of servant leadership.

• Journal of the Korea Safety Management & Science
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• v.10 no.4
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• pp.297-307
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• 2008

At the spots of enterprises experiencing rapid environmental changes, necessity for ceaseless managemental innovation is raised. We can't deny that management quality is also a part of such managemental innovation. Introduction of management quality by an organization is different from introduction of other individual innovative techniques. Management quality is not one time project but complete historical change program to be pursued continuously. Furthermore, it must be understood as a strategic 'Quality Journey' looking for far future of an organization. Malcolm Baldrige Model has been increasingly used in Korea as a global standard for management quality. The model, however, has shown a number of limitations in application due to nonsystematic elements in the implementation process. The deployment process of the model should be detailed through a real world case study. In this research, we proposed a quality evaluation standard model which is suitable for the Korean public enterprise based on the Malcolm Baldrige Non-profit Criteria, and examined the model. A 7-Point Likert Scale was used based on the seven categories within the 2007 Malcolm Baldrige Non-profit Criteria: Leadership, Strategic Planning, Customer and Market Focus, Management Analysis and Knowledge Management, Workforce Focus, Process Management, and Results. Furthermore, we analysed the validity and causal relationship among the factors within the model. Through the above case study, following common factors for successful Malcolm Baldrige Model have been derived. The following is a summary of the results of this study. First, for Malcolm Baldrige Model management, needs powerful support Leadership. Second, for Malcolm Baldrige Model management, needs systematic Strategic Planning. Third, for Malcolm Baldrige Model management, needs the continuous Customer and Market Focus. Fourth, for Malcolm Baldrige Model management, needs systematic Measurement Analysis and Knowledge Management. Five, for Malcolm Baldrige Model management, needs systematic Workforce Focus. Six, for Malcolm Baldrige Model management, needs systematic Process Management. The finding are surely necessary factors to arrange the human resource management for upgraded management quality, those factors help to explain why all enterprises consider human resource as the strategic view.

• Journal of Engineering Education Research
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• v.16 no.2
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• pp.3-10
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• 2013

This paper aims to present the model of engineering design education workshop for appropriate technologies. Since 2008 Handong Innovation Center for Engineering Education and a Non-Profit Organization, Sharing and Technology, held engineering design workshop during every summer break. We present the contents of the workshop and analyze the educational effects of the program. The workshop is entitled "Engineering Design Academy for the other 90%" because we take it serious that most of the research and development efforts of the science and technologies in the world is just focused on the rich people while the other 90% people in the world are unreachable from the benefits of the modern technologies. By the workshop we tries to provide the college students the perspectives on the worldwide poverty problems and to encourage them to serve the 3rd world people in need through their specialties in the field of engineering profession. The evaluation results by participants are very positive. Especially, we began invite the 3rd world people to the workshop as design problem clients from 2010 summer workshop. The evaluation from them are also very positive. The analysis results on the educational effects of the workshop show that the workshop improves the students skills required by the ABEEK (Acreditation Board of Engineering Education of Korea) including not only design capability but also team work, communication skill, understanding the social impacts of engineering design, engineering ethics, and globalization.

• Human Ecology Research
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• v.52 no.6
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• pp.669-682
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• 2014

The purpose of this study is to present a practical class design model that applies the problem-based learning (PBL) method to the subject of home economics. To begin with, a specific class model example was developed by conducting thorough document research and expert consulting. Two modules, named "Click! Global Leisure Environment" and "Happy Leisure Product Launching" were presented as the PBL questions. The case study focused upon in this research is an elective course called "Leisure Culture and Life Management". The 21 students enrolled in this course were considered in this study. Two teaching methods, namely a face-to-face teaching method and a web-based system "Snowboard" teaching method, were used to run the class. The research results are as follows: first, theoretical research and program development and demonstration were practiced with five different age groups: childhood, adolescence, university student, middle age, and senescence. Then, selfevaluation, peer evaluation, and group evaluation were conducted to motivate the students. Finally, a class evaluation was conducted by questioning the lecturer, who ranked well, scoring higher than or equal to 4.0 points out of 5.0 on all the questions. Through the PBL method, students showed an improved study attitude with more proactive participation in the class, they strengthened their communication skills and created a synergy with their team members. This study has significant meaning because it is the first research to apply the PBL method to home economics. Therefore, we expect other curricula to apply PBL and fully utilize this teaching method as well in the future.